4 min read

Why hiring managers are in favor of remote hiring

“Hiring is getting harder,” according to the Future Workforce 2019 survey. The survey studied over a thousand hiring decision makers and was aimed at analysing the impact of millennials on the American workforce.

As per the survey, 42% of the hiring managers found hiring to have become tougher in comparison to the previous years. If we compare the results of the 2019 survey to those of 2017, we find that there has been a 7% increase in the difficulty in hiring.



The hiring managers attribute the difficulty in hiring to the lack of access to skills, the limited number of qualifiable candidates, the length and the cumbersomeness of the hiring process and the competition in compensation packages. Let’s see each of these problems one-by-one and find out how remote hiring solves each.


  • Access to skills: Based on the region a company is located in or because of financial restrictions, the company may not have access to the individuals who are educated in a particular skill. Hiring remotely lifts the geographical restrictions and as the hired professional will work remotely (instead of at the company office), the overhead costs (such as that of working space, drinking and eating facilities) will be zero, which means that the company will be able to hire for much less in comparison to traditional hiring.

  • Talent scarcity: Talent scarcity not only refers to the lack of skilled individuals but also to the lack of people with the right skills and abilities. The number of skilled individuals are usually limited to a region. It is likely that people with the scarce skill are highly accessible in another part of the globe. In such a case, remote hiring can easily solve the problem of talent scarcity. For additional skills - including soft skills, one can make use of platforms which screen the talent for such skills. HireCream is one such platform.

  • Hiring process and its length: A hiring process is cumbersome for both the company (because of the expenditure of resources) and the hiring manager (because of the length of time and complexity). By hiring remotely, companies can save the huge costs of recruitment drives and hiring managers can save time by recruiting qualifiable pre-screened talent with just a few clicks.

  • Compensation benefits: The biggest advantage of remote hiring is that the employer isn’t entitled to pay any compensation and other benefits to the worker.


The surveyed managers hired for various domains including accounting/finance, HR, sales, legal, operations, data entry, product management and more. Out of the 13 domains the managers were surveyed for, an astonishing 45% of the managers (on average) said that hiring had gotten harder for them. The fields leading in the above chart are Legal, Writing, Product Management, Sales, Engineering, Marketing and Creative/Design.

The increase in difficulty in hiring should lead to more stress and it does. The managers were asked, “How stressful do you find hiring to be within your organisation?” Over half of the managers (51% to be precise) said that they felt stressed.

As we have seen, remote hiring is not only much more relaxing for hiring managers but it is also useful for companies in general as they end up saving costs. Therefore, it shouldn’t come as a surprise that more hiring managers are getting inclined to remote hiring. Having said that, remote hiring is not all gloom; it has its own set of challenges and limitations. But if you are to pit remote hiring versus traditional hiring, the former is the way for the future.